State of Engagement 2026 Report |
Download report
.avif)
Training takes on a real-world feel, with the top floor of the Beloved office filled with equipment frequently found within a client's house. This provides an immersive experience to help staff understand the challenges they are likely to face when working independently. The setup allows staff to develop their confidence, situational awareness, and decision-making.
A company car scheme allowance is offered to staff that have been with the company for 12 months. Enabling employees to purchase a new vehicle they may not have been able to other wise afford, the deal also provides a reliable means of transport meaning disruption to work is less likely.
Managing Director, Mark, along with supporting staff, have been getting stuck into a garden project at their local hospital. The project, started by one of their clients who had previously received treatment there, aims to improve the communal gardens through the planting of trees and flowers in the grounds.
A ‘Think Green’ campaign put a focus on the environment thanks to its aim of improving the energy efficiency of buildings through engagement programmes for both employees and student residents. The campaign included both e-learning and building technical programmes, as well as encouraging better recycling and simple tips for energy conservation.
Leaders consistently refer to iQ’s values through communication, live events, or business updates and play a key part in recognising when the values are being demonstrated. Recently, the Senior Management Team sponsored and supported the development and rollout of a behavioural framework aligned to the values, which is now being adopted across the business.
As well as an extensive catalogue of learning provided via our LMS, every team member has access to an unlimited number of funded Level 1, 2 and 3 qualifications in a range of subjects such as Mental Health, Customer Service and Fitness and Health. There are also talent programmes, apprenticeship schemes and a high-performance coaching programme.
Initiatives such as the Cycle to Work scheme and a city-centre based office to support commuting by public transport are just two of the initiatives Simitive has in place to lessen its environmental impact. Combined with this, it runs a paperless office and employs fully cloud-based IT systems.
After becoming increasingly concerned about the health and wellbeing of its staff during periods of lockdown, the company launched an employee wellbeing programme including 24/7 access to helplines, free counselling sessions, ensuring holidays and breaks were taken, as well as access to confidential conversations with Heads of Department, HR, and Directors.
In order to keep a culture of collaboration and interest during the pandemic, the company held regular meetings on a company and team level, as well as coffee mornings and fun events such as Taskmaster. These were all held in addition to weekly 1-2-1s for all staff members, as well as six monthly development reviews.
A staff forum network, known as ‘Gateway Together’, exists to raise awareness of diversity and inclusion in the workplace. Designed to promote a constantly evolving positive and inclusive culture, it has led to a number of events initiatives including Eid celebrations, Pride, Men’s Health, Black History Month, and International Women’s Week.
Gateway’s office refurbishment included a new recycling system, as well as other initiatives that focused on a commitment to mitigating its impact on the environment. These include LED lighting, the use of hybrid vehicles and electric charging points, as well as a ‘Cycle to Work’ scheme and a bike loan initiative.
Collaboration and inclusion activities consist of weekly team briefings internally, as well as a number of external team bonding activities. These include taking part in virtual ‘escape rooms’, as well as the establishment of a ‘Birthday Month Club’ to encourage celebration across different teams.
You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.
Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.
Complete the form and take the first step toward a stronger, more engaged organisation.